{"id":7191,"date":"2017-02-13T11:00:41","date_gmt":"2017-02-13T11:00:41","guid":{"rendered":"http:\/\/centerforcoachingcertification.com\/coachingblog\/?p=7191"},"modified":"2023-03-29T15:59:07","modified_gmt":"2023-03-29T15:59:07","slug":"the-hr-leaders-transition-to-coach","status":"publish","type":"post","link":"https:\/\/www.coachcert.com\/coachingblog\/the-hr-leaders-transition-to-coach\/","title":{"rendered":"The HR Leader\u2019s Transition to Coach"},"content":{"rendered":"

\"Cheryl<\/a>by Cheryl Knight www.linkedin.com\/in\/coachcherylk<\/a><\/p>\n

Human Resource professionals are often asked to coach employees, both individual contributors and leaders.\u00a0 The actual goal may be to give them some feedback that their manager has trouble delivering, or the manager has delivered feedback and now thinks the individual will understand better with another perspective.\u00a0 Fix them, please?\u00a0 You are HR, so that\u2019s what you do, right?\u00a0 As a rising professional in the HR field, I wanted to succeed!\u00a0 I was providing direction, giving feedback, encouraging others, helping them with their development, telling them what they could do to improve or overcome their challenges.\u00a0 I was all about helping in a way I thought was coaching.<\/p>\n

In these situations, the direction, feedback, encouragement, and advice I provided was based entirely on what I thought they needed to do and my ideas were based on my perceptions.\u00a0 There was little said or done regarding what they wanted and what was important to them.\u00a0 I failed to explore how or even if they wanted to approach their challenge or how they wanted to grow their skills to achieve their goals.\u00a0 I have found that helping or coaching people to my expectations rarely results in lasting change.<\/p>\n

It became apparent to me that to be a coach, I was going to have to change a few things:<\/p>\n